I work on both sides of the hiring table, helping companies learn how to hire more effectively and helping candidates interview more effectively.

I work with all kinds of roles, but my specialty is coding and related technology positions.

gayle at gayle.com

PALO ALTO, CA

Tech Hiring Consulting & Engineering Interview Training

I can help you create or refine your hiring process. With my deep background in both software development and hiring, I have the technical and recruiting knowhow to work with (and earn the respect of) your technology, HR, and other teams.

I can do "instant" (immediate) engineering interview training (focusing on standard algorithms, design, and behavioral interviews) or more involved hiring projects.

Want something you can email out to your team / HR / eng leaders? Here you go: View/download from Slideshare.(It's the same content that's here. But prettier, and presented as a file.)

BSE / MSE in Computer Science from University of Pennsylvania. MBA from the Wharton School.

My Philosophy

Hire Smart: Smart employees produce high quality work, make good decisions, learn new skills quickly, and adapt well to company growth and needs.

Hire People Who Care: Your best employees will care—about getting things done, about creating a great product, about doing the right thing.

Hire Good Employees, Not Good Candidates: I’ve coached many candidates. The more I can coach someone, the worse that process/question is. You want good employees, not those who just look good in interviews.

Know The Weaknesses: Every hiring strategy has flaws, but don’t simply accept those. Rather, understand your goals, find the process that matches best, and do your best to mitigate the issues.

My Goals for Your Company

High & Consistent Bar: When desperate to hire, some teams drop their bar a little or make excuses for a candidate. Those weak hires can cost you in the long run.

Adaptable Process: If your process isn’t adaptable to future roles, you need to re-invent it constantly. This leads to an increasingly disorganized and sloppy process.

Minimal False Negatives: You’ll always reject some good people, but you want to minimize this. Learn how to prepare your candidates and ask effective questions.

Happy Candidates: Good candidate experiences matter. If your process leaves a bad taste in people’s mouths, the strong candidates won’t take your offer and the weak candidates ones will tell their friends not to. Your process should make candidates want to become employees.

Rapidness: When candidates face delays and bureaucracy, they have a bad experience, they judge your company for this, and their timeline may force them into accepting other offers. Your process should enable you to move quickly.

Projects and Timeline

Company Size: I work with teams and companies of all sizes. I often focus primarily on software developers, product managers, and other highly technical talent, and secondarily on other roles across the company.

Scale: The scale of the project depends on your needs. Some projects have been as small as running a single interview training workshop for a startup. In other cases, I’ve created hiring processes for multi-thousand person companies, essentially from scratch. A very typical project is to review a company's process, and then to suggest and implement changes.